3. Organizational goal view
The process gives a clear picture of where my organization is traveling and what are their expectations vis-a-vis where am I currently.
4. Learning Needs
Evaluating an individual on a defined process helps to understand the learning requirements of the role he/she is performing. This help in designing the training needs of an individual.
10 steps to implementing a performance management system
1. Design the process
It is vital to design the process efficiently as this reflects the culture of the organization. The best-suited process is aligned with the culture and helps employees to adapt easily.
While creating such a process it is important to understand the current process or the expectations from the key stakeholders and the employees.
The process is set to be successful only if it adopted organization-wide. Hence the mandate is to design the right program that suits all employees
2. Communicate the plan
Yet another important milestone is to communicate the process of performance management to everyone involved. This is key because the ambiguity may cause a lot of conflicts later on
Employees should understand why such a process is introduced and when and how are they expected to complete the process. There should be a step-by-step guide to follow the process as uniformity is critical to this.
Communicating the organizational goal is important to set the context for setting the department’s expectations and the individuals.
Performance management software can help you to launch such programs seamlessly.
Give people access to
- The purpose of the program
- Benefits of the program
- What are the expectations
- Where can they access information
- How that impacts performance
3. Get buy-in
If any new initiatives are launched without buy-in, we can consider that the resistance will be high in adoption. To prevent that there must be a buy-in for the initiatives made. Buy-in will make the individuals and managers own the process
4. Embed the culture
A program that closely resembles and aligns with the culture of the organization is a sure winner. While we walk the talk it is easy to convey the value and the expectations
Connect the program with employee dialogue and engagement. Performance management software helps you to get this done with ease.
5. Plan a test drive
Before we do an org-wide launch it is important to launch it to a pilot group to take the feedback and add the improvements. This will also help you to understand the employee pulse as the pilot group represents the larger audience.
6. Leadership Behaviour
Leadership behavior in the process is important and the entire process is dependent on how they see the process. The adoption of the Performance management system is the top priority, and it is driven by the leaders themselves.
7. Monitor and track
The performance management system must be monitored and tracked constantly as it should not be a retrospective analysis. While doing this retrospective analysis the time lost cannot be justified. So constant monitoring and tracking keep the process successful.
8. Keep it simple
The process set must be simple and in one place. If the process itself is complex and people must visit multiple places to complete their reviews, it becomes exhaustive and cumbersome. This may be one of the reasons why the process may fail. Keeping it simple is the key to success.
9. Feedback and conversation
Adding feedback and conversations to the process adds more credibility and creates a feeling of trust. Trust among team members should be always high. Keeping the conversations around the performance helps us in course corrections and ratify what is right.
10. Iterate constantly
Once the process is rolled out it is not the end of the plan it is the beginning of an interesting and insightful journey. The data and insights obtained by the process help organization make decisions on talent acquisition. This helps us understand where we stand on our skills and competence as a team. The process must be iterative to ensure that the gaps are filled at the right time
Launching a new performance management system also calls for software adoption. Many tools help you implement your methods smoothly and increase the adoption and success rate of the process. At Datalligence, we design your performance management system that will match your culture and eliminate bias. Our employee engagement module helps you track feedback and conversations. Keep all your interactions on business and people performance in one place. Talk to our domain experts today to design a performance management system that is aligned with your organisation’s vision.